By Zahra, an autistic pharmacist

Despite increasing awareness around autism, there is still an opportunity to build greater understanding of how organisations can create genuinely inclusive environments. This blog provides possible ways to support autistic colleagues, particularly for managers, from my perspective as an autistic pharmacist.

Creating a supportive environment

A crucial part of a manager’s role is to help create an environment where all colleagues feel respected. This includes developing and ensuring you have a basic understanding of autism and reasonable adjustments, whether for your current team, future colleagues or patients.

Autistic individuals may have a diagnosis, be waiting for a diagnosis or have a self-diagnosis, and have varying support needs. They are all valued members of the autistic community and are all entitled to reasonable adjustments.

It can be helpful to reflect on any preconceived ideas you may have around autism, as these are often formed from inaccurate stereotypes or common misconceptions.

Reflecting on this can help you to approach the topic with more openness and recognise the benefits of implementing systemic changes by putting inclusive practices in place.

Your autistic colleagues shouldn’t feel they have to constantly advocate for themselves due to a lack of inclusivity.

Practical ways to support autistic colleagues

• Use reliable resources when learning about autism, some of which are listed below. This also applies to reasonable adjustments;
• It is their decision whether they tell you that they’re autistic, including if they decide to share this with other colleagues and how they may want to do so. Make sure to provide a safe space for them to open up if they wish. It’s also important to remember that they don’t owe anyone an explanation on autism or their story;
• Ensure colleagues are aware reasonable adjustments are available to them. This can help reduce any stress on them trying to initiate that conversation;
• It is essential to give them the space to tell you what support they need, rather than trying to make that decision for them. Reasonable adjustments may also change over time, for example requiring more support during busier periods;
• Use the correct and respectful terminology, for example using the term “low support needs” instead of “high-functioning”;
• Never make assumptions on their strengths and areas for support;
• Try to focus on understanding and supporting your autistic colleague, rather than feeling you need to understand the entirety of autism.

Even if you are just starting to learn about autism, ensuring that you are respectful, accepting and providing the support autistic people may need is what matters most. It is a necessity for work environments to be genuinely inclusive for everyone.

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